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Annotated Bibliography “Flat Organization”

Seppälä, P. (2004). Flat organizations and the role of white-collar employees in production. International journal of industrial ergonomics, 33(1), 15-27. This study evaluates what happens when a structured organization attempts to create a “Flat Organization” type of environment in manufacturing plants. Two hundred and twelve employees including production managers and employees from different organizational levels and different phases of the production process were interviewed. Many of the company’s managers and production supervisor were let go. The extra workload was spread to the remaining managers and supervisors. The study concluded that “Flat Organization” have a negative effects and unintended consequences. But overall production and worker attitudes improved. Ghiselli, E. E., & Siegel, J. P. (1972). Leadership and managerial success in tall and flat organization structures. Personnel Psychology, 25(4), 617-624. This study aims to investigate the aspects of tall and flat organization structures. Tall organizations have manager directing a small number of employees. Each level of manger have in the organization hierarchy have more responsibility than the other. Flat organizations will fewer manager will have less oversight. Production and quality may be an issue.

Porter, L. W., & Siegel, J. (1965). Relationships of tall and flat organization structures to the satisfactions of foreign managers. Personnel Psychology, 18(4), 379-392. Not all organizations are the same. This study showed that the size of an organization will have an effect on whether Flat organizations are best. Larger organization with more than 5000 employees tend to be better off with tall organizations and multiple levels of structures. Organization with employees less than 5000 employees tend to be better off with flat organization due to their small size.